Professional Documents
Culture Documents
1.Meet with your company leaders and determine your organization's business strategy and mission
statement. Discuss the goals and objectives of your company, including its human resource needs.
Meet with your human resource leaders and discuss their employee development needs. Review
previous training files and documentation. Discuss overall training needs with operational and human
resource managers.
2. Identify training needs by comparing company goals and human resource needs. Discover
gaps between company goals and employee development needs. Create training objectives
to meet performance gaps. Formulate specific learning strategies to overcome performance
gaps.
3. Develop your training plan to narrow performance gaps. Establish learning objectives for each
training program. Identify programs that employees need to attend. Ensure that training is included in
all employee evaluations. Establish a learning management system, or LMS, that allows for
registration, administration and tracking for all employee training programs.
4. Obtain management support and agreement before you implement youplan. Review your plan
with your leaders and obtain buy-in for its execution. Answer all questions and resolve any
remaining issues with your training strategy. Prepare all materials and finalize your plan.
5. Schedule and implement your plan. Identify resources for your training. Select and train
instructors, and reserve training facilities. Distribute the training schedule, and review it with all
managers and leaders. Assign students to programs using your learning management system.
Implement your training strategy, and monitor progress at least monthly.
TRAINING METHODS AND
TECHNIQUE
A. On-the-job Training Methods:
1. Coaching
2. Mentoring
3. Job Rotation
4. Job Instruction Technology
5. Understudy
B. Off-the-Job Training Methods:
1. Lectures and Conferences
2. Vestibule Training
3. Simulation Exercises
4. Sensitivity Training
On-the-job training Methods: Under these methods new or inexperienced
employees learn through observing managers performing the job and trying to imitate
their behaviour. These methods do not cost much and are less disruptive as employees
are always on the job, training is given on the same machines and experience would
be on already approved standards, and above all the trainee is learning while earning.
Some of the commonly used methods are:
1. Coaching:
Coaching is a one-to-one training. It helps in quickly identifying the weak areas
and tries to focus on them. It also offers the benefit of transferring theory
learning to practice.
2. Mentoring:
The focus in this training is on the development of attitude. It is used for
managerial employees. Mentoring is always done by a senior inside person. It is
also one-to- one interaction, like coaching.
3. Job Rotation:
It is the process of training employees by rotating them through a series of
related jobs
4. Job Instructional Technique (JIT):
It is a Step by step (structured) on the job training method in which
a suitable trainer (a) prepares a trainee with an overview of the job,
its purpose, and the results desired, (b) demonstrates the task or the
skill to the trainee, (c) allows the trainee to show the demonstration
on his or her own, and (d) follows up to provide feedback and help.
5.Understudy:
In this method, a superior gives training to a subordinate as his
understudy like an assistant to a manager or director (in a film).
The subordinate learns through experience and observation by
participating in handling day to day problems.
B. Off-the-job Training Methods:
Off-the-job training methods are conducted in separate from the
job environment, study material is supplied, there is full
concentration on learning rather than performing, and there is
freedom of expression. Important methods include:
3. Simulation Exercises:
Simulation is any artificial environment exactly similar to the
actual situation. There are three basic simulation techniques used
for imparting training: management games, case study and role
playing.
(a) Management Games:
Properly designed games help to ingrain thinking habits, analytical, logical
and reasoning capabilities, importance of team work, time management, to
make decisions lacking complete information, communication and
leadership capabilities.
(b) Case Study:
A case study allows the application of theoretical concepts to be
demonstrated, thus bridging the gap between theory and practice,
encourage active learning, provides an opportunity for the
development of key skills such as communication, group working and
problem solving.